scholarly journals Job-hopping amongst African Black senior management in South Africa

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Khanyile C.C. Nzukuma ◽  
Mark Bussin
Keyword(s):  
South Africa ◽  
Career Development ◽  
Target Population ◽  
Senior Managers ◽  
African Black ◽  
Value Propositions ◽  
Managerial Implications ◽  
Two Phases ◽  
Value Add ◽  
Push And Pull

Orientation: The study focuses on understanding labour turnover trends amongst African Black senior managers in South Africa. There is a perception that turnover amongst African Black senior managers is higher than average. There is also a perception that African Black senior managers are only motivated by financial rewards when considering job change.Research purpose: The study focused on understanding why African Black senior managers have a propensity to change jobs and how organisations can resolve the trend.Motivation for the study: To develop a better understanding of the push and pull factors for African Black senior managers in organisations.Research design, approach and method: The research was conducted in two phases, namely as part of a qualitative study and a quantitative study: Creswell (2003) refers to this approach as triangulation. The target population was African Black senior managers on the database of a large Human Resources Consultancy, The South African Rewards Association and the Association of Black Actuaries and Investment Professionals (ABSIP) (n = 2600). A total of 208 usable responses were received.Main findings: The main findings and contribution to the field of study was that African Black senior managers do not trust organisations with their career development. They would rather take control of their own career development by moving from organisation to organisation to build their repertoire of skills and competence. They want to be in charge of their careers. This finding has profound implications for organisations employing African Black managers in the senior cadre.Practical/managerial implications: Managers of African Black senior managers need to create attractive employee value propositions that address the main findings. Contribution/value-add: The research shows that African Black senior managers generally seek corporate environments that encourage a sense of belonging and with a clear career growth plan.

scholarly journals The career development processes of women refugees in South Africa: An exploratory study

2019 ◽  
Vol 45 ◽  
Author(s):  
Tatenda Nyabvudzi ◽  
Willie T. Chinyamurindi
Keyword(s):  
South Africa ◽  
Career Development ◽  
Sampling Procedure ◽  
Women Refugees ◽  
Structural Constraints ◽  
Snowball Sampling ◽  
Managerial Implications ◽  
Development Processes ◽  
Value Add ◽  
Psychology Literature

Orientation: There is an observed global movement of labour (freely and forcibly). South Africa emerges as a popular receiving ground for refugees. Within the career psychology literature, scant attention is given to understanding the career development concerns, post-settlement, of women refugees in the host country.Research purpose: The study explored the career development processes of women refugees, post-settlement, in South Africa as a host country.Motivation for the study: Calls have been made within local and international literature for studies that give attention to understanding the career development processes of minority groups.Research approach/design and method: Using a narrative inquiry approach, this study explored the career development processes of women refugees using a sample of 20 women refugees in South Africa. Relying on a snowball sampling procedure to recruit the participants, in-depth interviews were utilised as a data collection technique.Main findings: Drawing on participants’ narratives, the findings illustrate how women refugees have been more concerned with fulfilling a short-term desire for survival and acquiring basic commodities at the expense of a longer focus of advancement and career progression. This is mainly compounded by the structural constraints that limit both their career development and their lived experiences. Issues exclusive to the women refugees are also revealed. Overall, the results illustrate how all the aforementioned factors intersect as barriers that hinder women refugees in developing their careers.Practical/managerial implications: The study provides information and strategies that policymakers in South Africa and other developing nations that are hosting refugees can use to facilitate the career development processes of women refugees.Contribution/value-add: This study contributes to the growing body of knowledge focussing on career development of women refuges, a populace that previously received limited focus both locally and internationally.

scholarly journals A narrative investigation on the motivation to become an entrepreneur among a sample of black entrepreneurs in South Africa: Implications for entrepreneurship career development education

2016 ◽  
Vol 16 (1) ◽  
Author(s):  
Willie T. Chinyamurindi
Keyword(s):  
South Africa ◽  
Career Development ◽  
Career Choice ◽  
Teaching Practice ◽  
Main Theme ◽  
Development Education ◽  
Black Entrepreneurs ◽  
Managerial Implications ◽  
Value Add ◽  
Popular Television

Orientation: To understand the motivation into becoming an entrepreneur. This has the basis for informing entrepreneurship career development education.Research purpose: The study sought to understand what motivates an individual into becoming an entrepreneur.Motivation for the study: Entrepreneurship offers an opportunity as a career choice. By studying the factors that motivate an individual to become an entrepreneur, insights could be provided on how to motivate the opportunities in entrepreneurship for current and future entrepreneurs.Research design, approach and method: The research made use of the qualitative approach based on studying narratives and stories of 13 black entrepreneurs. The data were sourced from a popular television show in South Africa that showcases the lives of successful South Africans, including entrepreneurs.Main findings: Motivation in becoming an entrepreneur is framed by individuals through a broad theme of opportunity. Three main sub-themes emerge under this main theme of opportunity: (a) entrepreneurship: an opportunity out of struggle; (b) entrepreneurship: an opportunity for individual self-development and (c) entrepreneurship: an opportunity for service.Practical/managerial implications: Lecturers and facilitators in the field of entrepreneurship career development education can use the findings of this research in their teaching practice in motivating students to consider entrepreneurship as a career choice.Contribution/value add: The findings from this research provide useful suggestions in helping lecturers and facilitators, especially within a university setting at the undergraduate level. The end desire here is to position entrepreneurship not just as a theoretical construct, but as an individual option that can be a career choice.

scholarly journals Developing and supporting coordinators of structured mentoring schemes in South Africa

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Penny Abbott ◽  
Xenia Goosen ◽  
Jos Coetzee
Keyword(s):  
South Africa ◽  
Qualitative Data ◽  
Descriptive Statistics ◽  
Job Description ◽  
Different Types ◽  
Managerial Implications ◽  
People Development ◽  
Value Add ◽  
Purposive Sample ◽  
The Coordinator

Orientation: Mentoring is considered to be such an important contributor to accelerated people development in South Africa that structured mentoring schemes are often used by organisations. There are at present few sources of development and support for coordinators of such schemes.Research purpose: The aim of this research is to discover what the characteristics of coordinators of structured mentoring schemes in South Africa are, what is required of such coordinators and how they feel about their role, with a view to improving development and support for them.Motivation for the study: The limited amount of information about role requirements for coordinators which is available in the literature is not based on empirical research. This study aims to supply the empirical basis for improved development and support for coordinators.Research design and method: A purposive sample of 25 schemes was identified and both quantitative and qualitative data, obtained through questionnaires and interviews, were analysed using descriptive statistics and thematic analysis.Main findings: Functions of coordinators tend to be similar across different types of mentoring schemes. A passion for mentoring is important, as the role involves many frustrations. There is little formalised development and support for coordinators.Practical/managerial implications: The study clarifies the functions of the coordinator, offers a job description and profile and makes suggestions on how to improve the development of the coordinator’s skills.Contribution/value-add: An understanding of what is required from a coordinator, how the necessary knowledge and skills can be developed and how the coordinator can be supported,adds value to an organisation setting up or reviewing its structured mentoring schemes.

scholarly journals Transformative consumer research: Its origins and possible enrichment of the field of consumer research in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Leona M. Ungerer
Keyword(s):  
South Africa ◽  
Consumer Research ◽  
Well Being ◽  
Research Approach ◽  
Research Areas ◽  
Traditional Research ◽  
Managerial Implications ◽  
Additional Approach ◽  
Value Add ◽  
Transformative Consumer Research

Orientation: This article provides a rationale for considering transformative consumer research as a research approach for investigating the relationship between consumption and consumers’ well-being in South Africa.Research purpose: The purpose of this study is to explore the principles underlying transformative consumer research, including how it differs from traditional research methods and pointing out some established research areas in this field.Motivation for the study: Apart from pointing to a lack of literature, this article highlights the relevance of this approach for emerging countries by investigating the principles and practices embedded in transformative consumer research. It provides some indication of how an investigation of these areas may contribute to enhancing the relevance of consumer research to its various stakeholders.Research design, approach and method: The author used a literature review to conduct the study.Main findings: It appears that consumer research currently lacks external and internal relevance. A transformative consumer-research approach may address some of the fundamental problems in the way consumer psychologists plan and conduct their research, contributing to this lack of relevance.Practical/managerial implications: Most stages of the traditional research approach may need to be adapted for transformative research purposes. Some approaches appear particularly suited to transformative consumer research, including revelatory, incendiary, policy, participatory and coalition research. Contribution/value-add: This study’s primary contribution stems from suggesting a rather novel additional approach to enhance the relevance of consumer research in South Africa, pointing out some established practices in the field of transformative consumer research and suggesting how they may augment consumer research in South Africa.

scholarly journals A review of four decades of research in organisational career psychology by academia in South Africa

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Dries Schreuder ◽  
Melinde Coetzee
Keyword(s):  
South Africa ◽  
South African ◽  
Career Guidance ◽  
The Body ◽  
Future Research ◽  
Career Interventions ◽  
Career Psychology ◽  
Managerial Implications ◽  
Value Add ◽  
Career Research

Orientation: Career research in organisations has increased in importance since the 1970s, which heralded new directions for organisational career research and practice both globally and nationally. Research purpose: The study critically reviewed trends in organisational career psychology research in South Africa from 1970 to 2011 in terms of global and present national challenges that require empirical investigation in the contemporary South African world of work context.Motivation for the study: The increasingly complex contexts, in which people have been pursuing their careers since the catalytic 1970s, demand the continuous generation and development of knowledge for the benefit of the discipline and practice of careers.Research design, approach and method: A broad systematic review was carried out to analyse documented academia research (N = 110) on careers from 1970 to 2011, which was published in six accredited South African scientific journals.Main findings: Much of the research addressed issues pertaining to career theory and concepts, the world of work and career assessment and technology. Career development, professional issues and organisational career interventions in the multi-cultural South African context appear to be under-researched.Practical/managerial implications: The insight derived from the findings can be employed by academia and researchers, in this field, to plan future research initiatives that will contribute to the profession and practice of career guidance and counselling in the contemporary workplace.Contribution/value-add: The findings provide preliminary insight that adds to the body of knowledge concerned with career studies in the South African organisational context.

scholarly journals A total rewards framework for the attraction of Generation Y employees born 1981–2000 in South Africa

2019 ◽  
Vol 17 ◽  
Author(s):  
Mark H.R. Bussin ◽  
Keshia Mohamed-Padayachee ◽  
Philip Serumaga-Zake
Keyword(s):  
South Africa ◽  
Generation Y ◽  
Working Environment ◽  
Individual Development ◽  
Performance Incentives ◽  
Total Rewards ◽  
Managerial Implications ◽  
Value Add ◽  
The One ◽  
Quantitative And Qualitative Methods

Orientation: The workforce is changing, as employers aim to attract qualified individuals from Generation Y, born 1981–2000, but strategies for attraction require adaption, as the ‘one-size-fits-all’ model no longer works for today’s multigenerational workforce.Research purpose: Determining what changes and priorities organisations need to consider for their total rewards frameworks to attract youth employees.Motivation for the study: Companies offer employees historical benefits that they do not want or value. This is important when one considers the attraction of Generation Y to organisations, as they are increasingly becoming a formidable factor in an organisations’ success and sustainability. The motivation for this study was understanding what rewards are aligned with the aspirations of this skilled generation, to attract them.Research approach/design and method: A sequential mixed-method approach was followed, where data were collected, using quantitative and qualitative methods. A questionnaire was distributed and a response rate of 276 participants from seven of the nine provinces in South Africa achieved. Interviews were conducted where 11 participants validated the quantitative findings.Main findings: Seven reward categories were found to affect Generation Y’s attraction to organisations, (1) leadership and environment (2) benefits (3) performance incentives (4) individual development (5) safe, secure working environment (6) work–life balance and resources and (7) performance recognition.Practical/managerial implications: A different approach is required for the attraction of Generation Y.Contribution/value-add: No empirical study exists that authenticates total rewards models for Generation Y, identifying the most important reward preferences and developing a new, more effective total rewards framework.

scholarly journals Ethical challenges in assessment centres in South Africa

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Vuyani R. Muleya ◽  
Linda Fourie ◽  
Sandra Schlebusch
Keyword(s):  
South Africa ◽  
Focus Group ◽  
Legal Framework ◽  
Ethical Values ◽  
Subject Matter Experts ◽  
Ethical Challenges ◽  
Ethical Aspects ◽  
Managerial Implications ◽  
Value Add ◽  
Interpretative Research

Orientation: Assessment Centres (ACs) are used globally for the selection and development of candidates. Limited empirical evidence exists of the ethical challenges encountered in the use of ACs, especially in South Africa (SA).Research purpose: Firstly, to explore possible ethical challenges related to ACs in SA from the vantage point of the practitioner and, secondly, to search for possible solutions to these.Motivation for the study: Decisions based on AC outcomes have profound implications for participants and organisations, and it is essential to understand potential ethical challenges to minimise these, specifically in the SA context, given its socio-political history, multiculturalism, diversity and pertinent legal considerations.Research design, approach and method: A qualitative, interpretative research design was chosen. Data were collected by means of a semi-structured survey that was completed by 96 AC practitioners who attended an AC conference. Content analysis and thematic interpretation were used to make sense of the data. The preliminary findings were assessed by a focus group of purposively selected subject-matter experts (n = 16) who provided informed insights, which were incorporated into the final findings. The focus group suggested ways in which specific ethical challenges may be addressed.Main findings: The findings revealed many ethical challenges that can be better understood within a broad framework encompassing 10 themes: Universal ethical values; multicultural global contexts; the regulatory-legal framework for ACs in SA; characteristics of the assessor; psychometric properties of the AC; characteristics of the participant; bias and prejudice; governance of the AC process; ethical culture of the employer organisation and the evasive nature of ethics as a concept.Practical and managerial implications: Considerable risk exists for the unethical use of ACs. An awareness of possible areas of risk may assist AC stakeholders in their search for ethical AC use.Contribution or value-add: The study may contribute to an evidence-based understanding of the ethical aspects of ACs. The recommendations may also benefit all AC stakeholders who wish to use ACs ethically.

scholarly journals Nigerian tourists to South Africa: Challenges, expectations and demands

2013 ◽  
Vol 13 (1) ◽  
Author(s):  
Ikechukwu O. Ezeuduji
Keyword(s):  
South Africa ◽  
South African ◽  
Low Cost ◽  
Chi Square ◽  
Flight Costs ◽  
Study Results ◽  
New Business ◽  
Managerial Implications ◽  
Targeted Marketing ◽  
Value Add

Orientation: Identification of tourists’ needs and finding ways of satisfying them is crucial to any tourism destination.Research purpose: This paper investigated the challenges, demands and expectations of Nigerian tourists to South Africa.Motivation for the study: Nigeria, along with other African nations, has been identified as one of the core regional source markets with air links to South Africa. Increasing revenue generated from regional tourism is important to South African Tourism.Research design, approach and method: Descriptive statistics and Chi-square tests were used to analyse the data collected using a questionnaire survey of 320 Nigerian tourists to South Africa.Main findings: Results showed that Nigerian tourists visit South Africa mostly for the purposes of business, holiday, visiting friends and relatives, education and medical care. Challenges perceived by these Nigerian tourists visiting South Africa include long waiting time for the visa process in Nigeria, expensive cost of living in South Africa, safety and security problems, not so many airlines to choose from and expensive flight costs. Nigerian tourists mostly expect South Africans to be friendlier and have expectations of linking up with new business partners or performing transactions. They also have a strong demand for shopping, leisure and quality education.Practical/managerial implications: This study recommends a bilateral tourism relationship agreement between the Nigerian and South African governments to ameliorate the visa process; targeted marketing communications by South African Tourism toward Nigerian tourists based on study results; strong police presence and proper policing in South Africa; air transport liberalisation and low-cost carriers implementation for shared economic growth within the African region.Contribution/value-add: No former research has specifically identified Nigerian tourists’ challenges, expectations and demands whilst visiting South Africa.

scholarly journals Reconceptualising undergraduate entrepreneurship education at traditional South African universities

2019 ◽  
Vol 19 (2) ◽  
Author(s):  
Manduth Ramchander
Keyword(s):  
South Africa ◽  
South African ◽  
Secondary Data ◽  
Entrepreneurship Education ◽  
Higher Education System ◽  
Postgraduate Level ◽  
South African Universities ◽  
Managerial Implications ◽  
Value Add ◽  
Start Ups

Orientation: The relatively high number of unemployed graduates in South Africa is a major cause for concern. Entrepreneurial start-ups have been heralded as the panacea to the unemployment challenge.Research purpose: The aim of this study was to ascertain how entrepreneurship education, at traditional South African universities, measured against existing entrepreneurship education frameworks.Motivation for the study: Despite a plethora of entrepreneurship education initiatives, the South African higher education system fails to produce sufficient entrepreneurs; hence, the need to explore how entrepreneurship education is structured.Research design, approach and method: The research design was exploratory and both quantitative and qualitative in nature. The population comprised the eleven traditional universities in South Africa and all of them were included in the study. Secondary data was obtained from the respective universities’ websites. The search sequence in the websites were as follows: Faculty of commerce/Management Sciences, Year/handbook, undergraduate/postgraduate programmes. The word ‘entrepreneurship’ was also used as a keyword to search within the university website.Main findings: The findings revealed some entrepreneurship modules, with low total credit value in relation to total programme credit value, at the undergraduate level and specialisation at the postgraduate level with some form of centre or incubator initiatives. It was also found that little attention is given to the development of entrepreneurial skills such as perseverance, resilience and self-efficacy.Practical/managerial implications: The significance of this article lies in its potential to guide the reconceptualisation of entrepreneurship education at South African universities.Contribution/value-add: This study integrates an existing framework and model to reconceptualise the undergraduate entrepreneurship programme. The reconceptualised structure entails a programme where modules from other disciplines are integrated into an entrepreneurship programme as opposed to the current structure where entrepreneurship modules are integrated into other career-focussed programmes.

scholarly journals Human resource management as a profession in South Africa

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Huma Van Rensburg ◽  
Johan S. Basson ◽  
Nasima M.H. Carrim
Keyword(s):  
South Africa ◽  
South African ◽  
Human Resource ◽  
Sampling Strategy ◽  
The United States ◽  
The United Kingdom ◽  
Hr Management ◽  
Managerial Implications ◽  
Bona Fide ◽  
Value Add

Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession.Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa.Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR).Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession.Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa.Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.

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